By Sara J. Ackermann
May 5, 2020
Previously we reported on the EEOC’s post entitled “ What You Should Know About COVID-19 and the ADA, the Rehabilitation Act, and Other EEO Laws.”
Today, the EEOC added valuable guidance for those employers gearing up to return employees to the workplace. Ironically, we have recently been addressing these same questions from many clients, so this guidance is very timely. The questions answered include the following:
- What does an employee need to do in order to request reasonable accommodation from her employer because she has one of the medical conditions that CDC says may put her at higher risk for severe illness from COVID-19? (5/5/20)
- If an employer already knows an employee has a medical condition that places him at higher risk for severe illness if he gets COVID-19 (for example, the employee has requested reasonable accommodation for the condition), is this information alone sufficient to bar the employee from the workplace during this health crisis without conducting an individualized assessment? (5/5/20)
- What are examples of accommodation that, absent undue hardship, may eliminate (or reduce to an acceptable level) a direct threat to self? (5/5/20)
The full FAQ is available here.
The content in the following blog posts is based upon the state of the law at the time of its original publication. As legal developments change quickly, the content in these blog posts may not remain accurate as laws change over time. None of the information contained in these publications is intended as legal advice or opinion relative to specific matters, facts, situations, or issues. You should not act upon the information in these blog posts without discussing your specific situation with legal counsel.
© 2023 Ruder Ware, L.L.S.C. Accurate reproduction with acknowledgment granted. All rights reserved.